A longitudinal study of sentence context effects in second-grade children: Tests of an interactive-compensatory model

During the first half of the school year and at the end of the school year second-grade children (mean age: 7 years, 4 months at the first testing) completed a task in which they read words preceded by either a congruous sentence context, an incongruous sentence context, or a neutral context. Prior to the first testing, each child was given practice at recognizing one-half of the words in isolation. Word difficulty was varied orthogonally with practice and context condition. The effect of context on reading times decreased with development and practice, and increased with word difficulty. The results were interpreted as supporting an interactive-compensatory model of the development of reading fluency.     

The effect of orthographic structure on the word search performance of good and poor readers.

Good and poor third-grade readers searched for target words through fields consisting of words, pseudowords, and nonwords. Both groups searched faster through nonword fields than pseudoword fields and faster through pseudoword fields than word fields. The better readers did not show larger orthographic structure effects. In fact, both speed and accuracy performance measures tended to indicate a greater sensitivity to orthographic structure on the part of the poorer readers. It is argued that the results are better accounted for by compensatory rather than serial stage models of the organization of the component subskills of reading.     

Assessing phonological awareness in kindergarten children: Issues of task comparability

Ten different phonological awareness tasks were administered to a group of kindergarten children whose reading ability was assessed 1 year later. The extraneous cognitive requirements inherent in the tasks varied widely. The children's performance on three tasks that involved a rhyming response was at ceiling, and these tasks did not correlate with subsequent reading progress. The other seven measures were all moderately related to later reading ability and, employed in sets, were very strong predictors. The relative predictive accuracy of the phonological tasks was equal to or better than more global measures of cognitive skills such as an intelligence test and a reading readiness test. The phonological tasks had a large amount of common variance. Factor analysis revealed only one factor on which all the nonrhyming phonological tasks loaded highly. The results bolster the construct validity of phonological awareness, indicate considerable comparability and interchangeability among the tasks used to measure the construct, and are encouraging as regards the possible use of such tasks in predictive test batteries.     

The interaction of personality and job scope in predicting turnover

The interaction of employee personality characteristics and job scope in the prediction of turnover was studied. One hundred and nine individuals employed as machine operators (low-scope job) and scientific and technical personnel (high-scope job) within a large manufacturing organization were the sample. No direct relationships were found between personality characteristics and turnover for the combined sample of employees on high- and low-scope jobs. When correlational analyses were carried out within job scope samples it was evident that personality and job scope interacted in predicting turnover. For employees on high-scope jobs, turnover was negatively related to the need for achievement and positively related to the need for affiliation. Turnover was negatively related to the need for affiliation among employees on low-scope jobs. The implications of these findings for future research on turnover were discussed.     

Job change: A study of an acute job stressor

This paper studies the relationship between job entry and job stress. Skill uncertainty, defined as having inadequately developed job skills, was thought to be associated with the stress reaction. In a longitudinal study of 62 transferred employees, skill uncertainty was associated with both negative emotional arousal 1 month after job entry and with positive emotional arousal 3 months after job entry.     

Utilization of context for word identification decisions in children

The use of context was investigated with subjects from fourth- and sixth-grade populations. A Word Boundary task was used that requires subjects to make word-identification decisions both with and without contextual information. Results indicated that context was utilized effectively by the sixth-grade students, while the fourth-grade students showed small context-use effects. These findings are consistent with performance models that emphasize the role of predictive behavior in language analysis.     

Job attachment,satisfaction, and turnover among public sector employees

This study sought (1) to compare the relative predictive powers of job attachment and job satisfaction with respect to turnover among a sample of public employees; and (2) to examine individual and job-related influences on both attitudes. It was found that attachment was a more effective predictor of turnover than overall satisfaction (or any facet of satisfaction), even when the alternative attitude was partialled out. In addition, it was found that individual employee characteristics were more strongly related to attachment than were job characteristics, while the opposite was found for satisfaction. The findings are discussed in the light of previous evidence, and implications are drawn for research in vocational behavior.     

The effect of orthographic structure on word recognition in a visual search task

The effect of the orthographic structure of the stimulus field on the visual search performance of third graders (8-8 years), sixth graders (11-7 years) and adults was investigated in three experiments. In Experiment 1, where the predesignated target was one word, subjects of all ages searched equally fast through fields consisting of words, pseudowords, and nonwords. In contrast, subjects of all ages displayed effects of orthographic structure when searching for instances of a semantic category (Experiment 2) or for three words (Experiment 3). Subjects searched faster through nonwords than through pseudowords and faster through pseudowords than through words. The use of orthographic structure to facilitate search did not increase with age, suggesting that children of the youngest age group were already making maximal use of intraword redundancy.     

The relationship between vocational interests and job satisfaction: Reconciliation of divergent results

It was hypothesized that congruency of vocational interests with present occupation would be positively related to job satisfaction for long job-tenured employees, and would be unrelated to satisfaction for short job-tenured employees. In two samples of 54 and 47 middle managers, the hypothesis was supported for satisfaction with work and supervision. This differential pattern of correlations may help explain the inconsistent relationship between vocational interests and job satisfaction obtained in past studies.     

Relationships between Growth need Strength and selected individual differences measures employed in job design research

The present study examines the degree to which the Growth Need Strength scales (Job Choice and Would Like formats) of the Job Diagnostic Survey (Hackman & Oldham, Journal of Applied Psychology, 1975, 60, 159–170) correlate with (a) other measures of needs and values employed in research as moderators of the job scope-job satisfaction relationship and (b) a measure of social desirability. Results showed (a) only moderate correlations between the Growth Need Strength scales and the other measures of needs and values and (b) a relatively high degree of correlation between social desirability and the Would Like measure of Growth Need Strength. Implications of these findings for job design research are considered.     

Congruency,consistency, and differentiation as predictors of job satisfaction within the nursing occupation

Holland's (Making vocational choices: A theory of careers, Englewood Cliffs, N.J.: Prentice-Hall, 1973) congruency, consistency, and differentiation terms were used as independent variables to predict job satisfaction (JS) within the scope of a single occupation, rather than on the comparison between occupations. Based on the responses of 126 registered nurses on the specially designed List of Courses in Nursing (LCN) Inventory the congruence hypothesis was confirmed, while the consistency and differentiation hypotheses were only partially supported. The hypothesis on the additive relationship among congruence, consistency, and differentiation with JS was confirmed. The theoretical and practical implications are discussed.     

Environments as reinforcer systems in the study of job satisfaction

This paper examined differences in the degree to which fifteen specific sources of job satisfaction were related to and predictive of the overall satisfaction of department chairmen in the six model environments proposed by Holland (1973). The fifteen specific sources of job satisfaction were regressed on overall satisfaction, separately for chairmen in each environment, through the use of incremental stepwise multiple regression procedures. The results indicated that the overall satisfaction of chairmen in these six environments was differentially related to unique weightings and combinations of the fifteen predictor variables. It was concluded that environments, composed of essentially similar groups of people in different organizations, serve as job satisfaction reinforcer systems in a manner similar to organizations as illustrated by Dawis.     

Individual versus organizational predictors of job satisfaction and turnover among professionals

In a constructive replication and extension of previous research, the relative importance of individual (personality and professional attitudes) versus organizational (professional reward system and tenure) variables in predicting job satisfaction and turnover was investigated for the case of professionals. Support among a sample of computer specialists was found for the notion that, among professionals, individual variables are more important than organizational factors in predicting satisfaction with the work itself; but individual variables often played a major role in satisfaction with contextual aspects of the job as well. Organizational factors were found to be significantly predictive of satisfaction with all aspects of the job, but were the only significant predictors of turnover. Thus the importance of organizational factors over individual factors for professionals was supported more clearly for the behavioral outcome, turnover, than for attitudinal outcomes.     

A reexamination of mental arithmetic models and data: A reply to Ashcraft

In a review of the chronometric literature, M. Ashcraft (1982, Developmental Review, 2, 213–236) concludes that adults store each basic arithmetic fact in a table-like retrieval network. In my commentary (1983, Developmental Review, 3, 225–230), I argued that procedural knowledge (stored rules, principles, or heuristics) might be a cognitively more economical basis for generating many number combinations. In this paper, I draw an analogy between this alternative model of number fact representation and how computers efficiently reconstruct arithmetic combinations, note that the research findings do not clearly support any one model of mental arithmetic, and attempt to address Ashcraft's (1983, Developmental Review, 3, 231–235) criticisms of my model.     

Self-esteem and job complexity as moderators of performance and satisfaction

Self-esteem and job complexity were investigated as moderators of self, supervisor, and peer ratings of performance and satisfaction with work, supervisors, and peers testing balance and activation theories. One hundred and fifty-three registered nurses served as subjects. Measured self-esteem was not significantly related to the performance or satisfaction measures. Rather, the important variable was perceived job complexity as predicted by Scott's activation theory. Self-ratings of performance and satisfaction with work and peers were greatest at optimal complexity with lower values at high and low complexity. Some support was found for self-esteem as a moderator of the relationship between performance and satisfaction measures in line with Korman's formulations.     

Sex,wage-earner status,occupational level,and job satisfaction

This study attempted to investigate the relationship between wage-earner status, occupational level, and job satisfaction. It was proposed that wage-earner status was a more important determinant of job satisfaction than sex. However, the findings of this study suggested that sex was a more important determinant of job satisfaction than wage-earner status, and occupational level was a better predictor of job satisfaction than either sex or wage-earner status.     

A behaviorally-based measure of manifest needs in work settings

This investigation represents an attempt to develop and validate a research instrument (Manifest Needs Questionnaire) capable of measuring the four needs of achievement, affiliation, autonomy, and dominance using behaviorally-based scales. The instrument is designed to measure such needs with specific reference to work settings and with minimal time requirements for completion. Results of both laboratory and field studies among 640 subjects indicate that the instrument exhibits acceptable levels of convergent, discriminant, and predictive validity, as well as reasonably high test-retest reliability and internal consistency. Results are compared to other, lengthier instruments designed to measure similar needs.     

Single-question measures of overall job satisfaction: A comment on Quinn,Staines and McCullough

A survey of national sample of workers finds differences in percentages of workers reporting job dissatisfaction as a function of the wording of six questions used to measure overall job satisfaction. These results are compared with a local sample of production workers who answered a job satisfaction questionnaire employing the same six questions. There is a statistically significant difference between the national sample and the local sample. The differences obtained suggest that the employees' work and life situation are at least as influential in changing questionnaire responses as the wording of questions is. Implications for practice are discussed.